Abstract
In organizational research, difference scores and profile similarity indices are often used as dependent variables in studies predicting the congruence (i.e., fit, match, similarity, agreement) between two constructs. Unfortunately, this practice introduces serious conceptual and methodological problems that render results ambiguous and potentially misleading. This article proposes an alternative procedure that avoids these problems but fully captures the effects of one or more independent variables on the congruence between two dependent variables. This procedure is illustrated by reanalyzing data from a study of feedback seeking and rating accuracy (Ashford & Tsui, 1991), and the results of this study are reinterpreted in light of these analyses. Limitations and areas for further development of the procedure are discussed.
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